以往企业之间进行竞争，都是资本以及资源的竞争，而自从进入知识经济时代之 后，这一情况发生转变，企业各种资源中最重要的资源变成了人力资源。此时企业要 想在愈发激烈的市场竞争里获得更多市场份额，要想获得进一步发展，就必须想办法 对时间以及资源进行有效利用。人力资源管理外包这一新型管理模式便应运而生，所 谓人力资源外包，指的是公司通过对外部资源的有效运用，从而来管理内部人力资源， 这不但能够令劳动力成本大大下降，同时也能够促使工作效率得到进一步提升。招聘 流程外包是人力资源外包中的一部分。公司把招聘业务交给招聘流程外包企业来进行， 让公司内部人力资源部门可以集中精力管理重要业务，将更多的时间精力开展公司战 略研究与可持续发展工作。 本文通过对国内外招聘流程外包、招聘流程外包风险分析，并结合多种理论比如 信息不对称理论以及交易成本理论等，在以 H 农商行为对象，对其当前实际情况进行 分析之后，通过问卷调查手段对该农商行如今的招聘流程外包情况进行了分析。在调 查后发现，首先，H 农商行在招聘流程外包准备阶段，并未展开充分的市场调研工作， 也缺乏和银行内部的工作人员进行充分沟通。其次，H 农商行在招聘流程外包实施阶 段，并未充分信任外包商，导致了较高的外包成本。在 H 农商行招聘流程外包反馈阶 段，对招聘结果的总结并不具备较高的有效性。根据上述问题，结合人力资源部门提 供的数据，阐述原因，并提出针对 H 农商行招聘流程外包过程中风险防范措施和机制 保障。希望通过此次研究，能够令 H 农商行以及其他公司在实行招聘流程外包时获得 有益参考。 关键词：招聘流程；外包；交易成本；信息不对称招聘流程外包风险防范研究--以 H 农商行为例 II ABSTRACT With the advent of the era of knowledge economy, the competition among enterprises has risen from the competition of resources and capital to the competition of human resources. Human resources have become the most important resources of enterprises. How to make the best use of limited time and limited resources, and gain an advantage in the fierce market competition, is an important topic that modern enterprises must face. Human resource management outsourcing is a new management mode to help enterprises improve efficiency and win competitive advantage. Human resource outsourcing refers to the management of human resource related activities and work within the organization by using external resources, so as to reduce labor costs and maximize efficiency. Recruitment process outsourcing is a part of human resource outsourcing. The company gives the recruitment business to the recruitment process outsourcing enterprises, so that the company's internal human resources department can focus on the management of important business, and spend more time and energy on the company's strategic research and sustainable development. This article through to the domestic and foreign recruitment process outsourcing, recruitment process outsourcing risk analysis, combining with the theory of transaction cost theory, principal-agent theory, asymmetric information theory, risk management theory, combined with the actual situation of H bank, the bank H recruitment process outsourcing status are expounded, and USES the questionnaire survey to H bank recruitment process outsourcing present situation has carried on the statistical analysis. According to the survey, in the preparation stage of recruitment process outsourcing, the outstanding problems were H Rural Commercial Bank's failure to conduct in-depth market research and lack of communication with internal staff. In the implementation stage of recruitment process outsourcing, the prominent problem is that H Rural Commercial Bank's recruitment process outsourcing cost is high, and the external contractor's trust is low. In the feedback stage of recruitment process outsourcing, the first problem is to summarize the problem of low effectiveness. According to the above problems, combined with the actual situation and the data provided by the human resources department, this paper expounds the reasons, and proposes the risk prevention measures and mechanism guarantee in the recruitment河北地质大学硕士学位论文 III outsourcing process of H Rural Commercial Bank. Through the study of this paper, it tries to provide some help for the implementation of recruitment process outsourcing of H Rural Commercial Bank, and at the same time, it also hopes to provide reference for other enterprises in China to implement recruitment process outsourcing. Key words: recruitment process outsourcing; Transaction costs; Information asymmetry招聘流程外包风险防范研究--以 H 农商行为例 IV 目 录 摘要.................................................................................................................................I ABSTRACT...............................................................................................................................II 第一章 引言.........................................................................................................................1 1.1 研究背景..................................................................................................................1 1.2 研究意义..................................................................................................................2 1.2.1 理论意义.........................................................................................................2 1.2.2 现实意义.........................................................................................................2 1.3 国内外研究现状......................................................................................................2 1.3.1 国外研究现状.................................................................................................2 1.3.2 国内研究现状.................................................................................................4 1.3.3 国内外研究现状评述.....................................................................................6 1.4 研究内容和研究方法..............................................................................................6 1.4.1 研究内容.........................................................................................................6 1.4.2 研究方法.........................................................................................................6 1.5 创新点......................................................................................................................6 第二章 相关概念与基础理论...............................................................................................9 2.1 相关概念..................................................................................................................9 2.1.1 人力资源外包概念.........................................................................................9 2.1.2 招聘流程外包概念.........................................................................................9 2.2 相关理论................................................................................................................10 2.2.1 交易成本理论...............................................................................................10 2.2.2 委托代理理论...............................................................................................10 2.2.3 信息不对称理论...........................................................................................11 2.3 招聘流程外包风险因素........................................................................................11 2.3.1 外包准备阶段...............................................................................................12 2.3.2 外包实施阶段...............................................................................................13 2.3.3 外包反馈阶段...............................................................................................14 第三章 H 农商行招聘流程外包现状分析........................................................................15河北地质大学硕士学位论文 V 3.1 H 农商行概况.........................................................................................................15 3.2 H 农商行招聘流程外包简介.................................................................................17 3.3 H 农商行实行招聘流程外包原因.........................................................................18 3.2.1 外部原因.......................................................................................................18 3.2.2 内部原因.......................................................................................................19 第四章 H 农商行招聘流程外包风险识别..........................................................................21 4.1 调查方案的设计...................................................................................................21 4.1.1 问卷指标设计...............................................................................................21 4.1.2 调查对象选取...............................................................................................23 4.1.3 研究方法.......................................................................................................23 4.1.4 问卷回收情况...............................................................................................23 4.2 调查数据分析........................................................................................................23 4.2.1 招聘流程外包准备阶段的风险识别...........................................................23 4.2.2 招聘流程外包实施阶段的风险识别...........................................................25 4.2.3 招聘流程外包反馈阶段的风险识别...........................................................26 4.3 H 农商行招聘流程外包风险形成的原因分析.....................................................27 4.3.1 准备阶段风险形成的原因...........................................................................27 4.3.2 实施阶段风险形成的原因...........................................................................29 4.3.3 反馈阶段风险形成的原因...........................................................................29 第五章 H 农商行招聘流程外包风险防范措施及机制保障..............................................31 5.1 招聘流程外包准备阶段的防范措施....................................................................31 5.1.1 组建专业的管理团队....................................................................................31 5.1.2 明确招聘流程外包目标................................................................................31 5.1.3 调研招聘流程外包市场................................................................................31 5.1.4 加强与内部员工的沟通................................................................................32 5.1.5 选择优秀的服务供应商................................................................................32 5.1.6 制定完善的招聘流程外包合同....................................................................35 5.2 招聘流程实施阶段的风险防范措施....................................................................35 5.2.1 加强对服务供应商的监督............................................................................35 5.2.2 加强与应聘者的沟通....................................................................................36招聘流程外包风险防范研究--以 H 农商行为例 VI 5.3 招聘流程外包反馈阶段的风险防范....................................................................36 5.3.1 完善反馈机制................................................................................................36 5.3.2 撰写总结报告................................................................................................36 5.4 招聘流程外包风险防范机制保障........................................................................37 5.4.1 风险预警机制保障........................................................................................37 5.4.2 激励机制保障................................................................................................37 5.4.3 监控约束机制保障........................................................................................38 5.4.4 信息反馈与评估机制保障............................................................................38 第六章 总结与展望.........................................................................................................39